Are you struggling to reach your diversity and inclusion goals? Then you might need to improve your diversity recruitment strategy. Diversity recruitment is all about hiring a diverse range of people. And it’s not as easy as it might sound. Because how do you reach people from all ages, genders and races? And people who are also diverse in terms of their skills, education and experience? We’ll tell you all about it here. Discover our three tips to improve your diversity recruitment strategy.
How to improve your diversity recruitment strategy?
- Write inclusive job descriptions
Research shows that most job descriptions don’t contain diverse and inclusive language. You need this to reach a diverse group of people. Currently, job descriptions often contain more masculine words (gender bias). As a result, women aren’t very likely to apply. Another problem is age bias, which mostly excludes older people. Inclusive language helps you out. You’ll end up with job descriptions that appeal to people of all ages and genders.
- Create an employer brand that showcases your diversity
Most people who apply for a job research the company before doing so. It is important to show how diverse your company is. Because this diversity is an important factor in people’s decision to apply or not. So, what you need is a strong employer brand that is known for valuing diversity. Your employees play an important role here. You can use their stories and experiences to show how diverse your workforce is.
- Proactively approach underrepresented candidates
If candidates from different backgrounds don’t come to you, you can always go to them. You can use social media platforms, like LinkedIn, to proactively reach out to a diverse group of applicants. It doesn’t hurt to take matters into your own hands. It’s a good first step to make your company more diverse.
How Textmetrics can help with your diversity recruitment strategy
The Textmetrics platform can help with your diversity recruitment strategy. For this, it uses algorithms to read and analyze your content. You’ll then receive real-time suggestions for improvements. These will guide you to use more inclusive language in your job descriptions. It also helps you develop an employer brand that showcases your diversity. Lastly, it assists with using the right tone of voice for everyone in your target group.
Curious about what that would mean for your diversity recruitment strategy? We’d love to tell you all about it.
You want to be a company everyone wants to work at, right? That way, you’ll always attract the most talented employees. People of different backgrounds, genders and ages. Because diversity in the workforce is important. It’s good for profit and innovation. And it helps you reach your diversity and inclusion goals. To become a company people want to work for requires some work. There is something you need to be excellent at. We call it employer branding.
- What is this?
- Why does it matter?
- How do you build an employer brand?
We’ll tell you everything you need to know below.
What is employer branding?
Your employer brand is what makes it stand out. Why do talented candidates want to work for you? Employer branding is all about reputation. To build a good reputation, you need to work on promoting your company. Potential candidates need to know why working at your company is better than working at others.
Why does employer branding matter?
It’s getting harder to attract candidates for your job openings. And you ideally want the most talented candidates for the job. You need to stand out from the crowd. You need to be a company they want to work for due to your reputation. Your employer brand needs to be stronger than that of the competition.
How do you build an employer brand?
An employer brand is built on a foundation of great communication. You need to have a well-written career site. Here, candidates will read about why they should join your organization. What unique policies, programs and benefits do you offer? Testimonials and stories from employees who already work for you are also essential to building your employer brand. The same goes for clear job descriptions. You want them to be convincing and appealing. They should be written in such a way that everyone in your target group feels compelled to apply.
Textmetrics and employer branding
Employer branding requires work on all your written communication. The Textmetrics platform can be of great help here. The platform analyzes your content. Then provides you with real-time suggestions when you deviate too far from your brand identity. This way, you’ll know that all written content is consistent with your employer brand. Delivering maximum impact on the talented candidates you want to reach.
Vier tipps um die Lesbarkeit ihrer Stellenanzeigen zu verbessern
Bekommen Sie weniger Antworten auf Ihre Stellenbeschreibungen als erwartet? Vielleicht liegt es daran, dass nur wenige Menschen sie verstehen können. Die verwendete Sprache könnte zu schwierig sein. Das durchschnittliche Leseniveau sinkt und das wirkt sich auf die Zahl der Leser aus. Denn wie viele andere Unternehmen wollen auch Sie wahrscheinlich eine vielfältigere und integrativere Belegschaft. und das beginnt mit Stellenanzeigen, die jeder verstehen kann. Das bedeutet, Stellenanzeigen zu erstellen die auf B1-Niveau geschrieben sind. Hierzu müssen sie die folgenden Tipps befolgen!
Dies ist der zweite von zwei Artikeln, in denen wir Ihnen vier Tipps zum Verfassen barrierefreier Stellenbeschreibungen geben. Lesen sie weiter um die nächsten vier tipps zu entdecken.
1. Verwenden sie kürzere Wörter
Wörter die mehrere Silben haben sind schwerer zu lesen, vor allem für Menschen mit Leseschwäche, wie z.b. Legasthenieker. Dass heisst sie sollten lange Wörter mit kürzeren Synonymen ersetzen.
Hier einige Beispiele:
- ‘Bedürfnis’ statt ‘Anforderung’.
- ‘Team’ statt ‘Personal’.
- ‘Über“ statt ‘bezüglich’.
Für viele mehrsilbige Wörter gibt es ein kürzeres Synonym. Manchmal braucht es nur ein wenig Zeit um sie zu entdecken.
2. Vermeiden sie Jargon wenn möglich
Jargon kann es Menschen schwer machen Stellenanzeigen zu verstehen. Vielleicht verwenden Sie häufig Branchenjargon weil Sie daran gewöhnt sind. Für Außenstehende könnten diese Begriffe völlig unbekannt sein. So können sie ungewollt Menschen ausschließen, nur weil sie den Jargon nicht kennen.
3. Verwenden sie Integrative Sprache
Sie wollen alle motivieren sich zu bewerben. Männer, Frauen, und Menschen aller Altersgruppen und Ethnien. Nur so können Sie Ihre Ziele in Bezug auf Vielfalt und Integration erreichen.
Um dies zu erreichen, müssen Ihre Stellenanzeigen frei von Vorurteilen sein. Oft werden ältere Menschen in Stellenanzeigen ausgeschlossen, und haben einen eher maskulinen Tonfall. Diese alters- und geschlechtsspezifischen Vorurteile sind nicht integrativ und müssen vermieden werden. Sie müssen in einer Weise schreiben die alle anspricht, und zwar auf einem verständlichen B1-Niveau.
4. Schreiben Sie so wie Sie sprechen
Um die Lesbarkeit einer Stellenbeschreibung zu verbessern, sollten Sie so schreiben wie Sie sprechen. Eine Möglichkeit um dies zu tun besteht darin Fragen zu stellen. Genauso wie Sie den Bewerbern bei einem Vorstellungsgespräch Fragen stellen würden. Eine andere Strategie ist das Schreiben in der ersten und zweiten Person. Sie können dies erreichen, indem Sie “wir” oder “unser” (erste Person), und “Sie” und “Ihr” (zweite Person) in Ihren Stellenanzeigen verwenden. Genau so wie Sie es tun wenn Sie persönlich mit Menschen sprechen.
Wie Textmetrics beim Schreiben auf B1-Niveau helfen kann
Wir haben ihnen vier tipps gezeigt mit welchen sie die Lesbarkeit ihrer Stellenanzeigen verbessern können. In diesem Artikel haben wir noch vier weitere für Sie. Brauchen sie etwas Hilfe? Die Textmetrics Plattform kann ihnen helfen. Die Plattform verwendet KI-Algorithmen um die Lesbarkeit ihrer Stellenbeschreibung zu bewerten, und um ihnen Vorschläge zu liefern um B1 level zu erreichen. All dies um die Lesefreundlichkeit zu verbessern. Infolgedessen werden sich mehr Menschen bewerben, und es wird leichter sein, Ihre D&I-Ziele zu erreichen.
Four tips to improve the readability of your job ads
Job descriptions that appeal to everyone are an important first step toward a more diverse workforce. You need to reach as many people as possible. As only then can you achieve your ambitious diversity and inclusion goals. Readability is an important issue when it comes to job ads. In recent years, the average reading level has been dropping. But most job ads are still written at a level that only a very small percentage of people can understand. That’s a real problem. What you need to do is write your job ads at B1 level. And follow the tips we give you here!
This is the first of two articles in which we give you four tips for writing more accessible job descriptions. Discover the first four below.
- Keep it simple
The first tip is closely related to the B1 reading level. Most people can read and understand this. Write your job descriptions at B1 level. For this, you’ll need to:
- Keep your sentences short.
- Keep your paragraphs short.
- Refrain from using difficult words.
- Use plenty of white space.
Do you succeed in doing so? Then at least 60% of the people can understand your job ads. That’s a huge audience you don’t want to miss out on.
- Write shorter job descriptions
This might come as a surprise, but there is an ideal length for a job description. It varies between 300-600 words. For SEO reasons, 400 words is a good choice. Job ads that have 700+ words receive fewer responses. There is simply too much to read. Short descriptions of less than 150 words aren’t recommended either. Sure, these are understandable, but they often raise eyebrows because people question the importance of the job.
- Use gender-neutral language
Most job ads have a more masculine tone of voice. Do you want the readability to be the same for men and women? Then this is something you should avoid. That’s why you should use gender-neutral language in your job ads. Use ‘you’ instead of ‘he’ or ‘she’. And choose ‘they’ or ‘parental leave’ instead of ‘maternity leave’. And be careful with the use of words like ‘strong’, which can be considered more masculine.
- Use bullets, numbers and symbols
Even if a job ad has the desired number of words (300-600). It’s still a lot of content to read. So, you shouldn’t just use words. Instead, you should offer readers a break by:
- Using bullets. Job descriptions have a lot of information that can be formulated in bullets.
- Use numbers. Write 3 instead of three.
- Use symbols, like 700+ instead of more than 700.
- Use clear and short headings.
How Textmetrics can help with writing at B1 reading level
You’ve just read four tips to improve the readability of your job ads. And we have more to share with you here. Meanwhile, you can use the Textmetrics platform. The platform uses AI algorithms to assess the readability of your job description. And gives you suggestions to reach the desired B1 level. It also helps you write in a gender-neutral tone of voice. It’s as easy as that. And a big help in reaching your D&I goals.
HR departments just keep getting busier. They need to take care of things like payroll, policies and staff. They are also often on the look-out for new, talented people. It’s a task that hasn’t become any easier in recent years as talent is becoming scarcer. And then there is dealing with diversity and inclusion in the workforce.
For a lot of companies, D&I is now their number one priority. But is that something HR should be in charge of? Most HR departments simply don’t have the time to add it to their long list of tasks. You need a chief diversity officer. We’ll tell you more about it here.
What does a chief diversity officer do?
The job of a chief diversity officer is not an easy one. Because how do you measure diversity and inclusion efforts across an organization? And how do you promote D&I across multiple business units? The chief diversity officer must come up with an organization-wide plan. This describes what’s necessary to reach the D&I goals that have been set. Recruitment is also a part of this, so the organization needs a strategy for the recruitment of diverse candidates.
Of course, these plans and strategies surrounding D&I all need to be followed and carried out efficiently. That’s the responsibility of a chief diversity officer.
Why do you need one?
Diversity and inclusion in the workforce are important for a number of reasons. First off, it’s the right thing to do. And it’s expected from you by job seekers, as 67% of them say that diversity is important to them. That’s to be expected as society becomes increasingly more diverse as well. A diverse workforce is also a more productive and creative one.
These are mostly arguments for the importance of D&I in itself. So why do you need a chief diversity officer to achieve this? The reality is, becoming a more diverse company is not as easy as it sounds. And although it seems to be a job for HR, they are often too busy with other tasks. To give D&I the attention it deserves, you need someone who works on it daily.
How can Textmetrics support you with writing the perfect job description for a chief diversity officer?
Finding a chief diversity officer can be quite challenging—especially since it’s a relatively new job title. So, you’ll need to write a good job description. One that will appeal to as many people as possible. To people of all ages, and to men and women alike. And you’ll also need to make sure it’s easy to find online.
Textmetrics can help you with all of that.
Our platform helps you write inclusive job descriptions that appeal to many. Job posts that have:
- a more gender-neutral tone of voice;
- appeal to both men and women; and
- are free of any bias.
And they’ll also be optimized for SEO and Google for Jobs, too!
Are you looking to hire a chief diversity officer? Then get in touch to let us help!